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Do I Really Have to Pay My Employee for That?
March 4, 2010
Does your organization comply with wage and hour laws? Or is it one of the 70% of companies that is out of compliance?
Recently, a large national retailer agreed to pay between $352 million and $640 million to settle 63 lawsuits. An employer in Minnesota paid $54.3 million, and a hospital in California
agreed to pay $4.75 million. What do each of these employers have in common? They were each accused of violating various applicable wage and hour laws.
If you are not absolutely clear as to what, precisely, is compensable time, then your organization could be at risk for substantial damages.
Don’t miss this opportunity to join Prince Lobel’s employment law experts as they cover important and pertinent information, including:
Determining what constitutes compensable time, such as:
- Work hours definitions
- On-call time
- Training sessions
- BlackBerry and other “off the clock” work
- Meal breaks
- Travel and volunteer hours
Calculating time properly and keeping accurate records, including:
- How to calculate hours worked and when overtime kicks in
- How to record time for those who work inconsistent hours
- Determining pay rates when commissions and gratuities are involved
- What records must be kept, and what happens if you don’t maintain them?
- The de minimis rule and rounding
To better understand these areas, our lawyers will also examine case studies to delve deeper into these often difficult and costly issues.
If you have any specific questions on these topics that you would like the panel to address, we welcome you to submit them when you RSVP.
Richard D. Glovsky Chair, Prince Lobel Employment Practice Group
Joseph L. Edwards Associate, Prince Lobel
Itia S. Roth Associate, Prince Lobel
Thursday, March 4, 2010
8:00 – 10:00 AM
Prince Lobel Glovsky & Tye, LLP
100 Cambridge Street, Suite 2200
Boston, MA 02114
617 456 8000